Feedback and its Advantages

1. Performance Feedback

2. Feedback and its Advantages
• Employee Performance Feedback is a corrective
process- helps employee improve, allows manager to
clarify expectations.
• Regular Feedback enhances accuracy of appraisals.
• Regular feedback increases the fairness perceptions
about appraisals- transparency, voice to employee.
• Regular feedback brings accountability on manager to
conduct appraisals rigorously.
• Regular feedback enhances performance accountability
of employee.

3. FEEDBACK
• TYPE
– Supportive for Good Job
– Corrective for Poor Job
• Feedback Fairness Evaluation
– Source Credibility
– Feedback Accuracy
– System Fairness
• Corrective Feedback more Challenging When
– Internal attribution (CDC framework)
– Stable Characteristics

4. FEEDBACK GUIDELINES
• Focus on Specific Behaviors not supposed attitudes and
motives
• Impersonal (descriptive than evaluative)
• Goal Oriented :
• Be selective -stick to issues which really matter
• Orient feedback towards problem solving and action
• Select Proper Time & Place
• Ensure Understanding
• Corrective behavior needs to be controllable
• Give authentic praise as well as meaningful criticism

5. CORRECTIVE FEEDBACK STEPS
• Immediately Describe Event in Behavioral
Terms and Explain its Effect
• Ask What Happened
• Help Subordinate take full Responsibility for
the Actions
• Develop a Plan to deal with Issue
• State your Confidence in Subordinate’s Ability

6. IMPROVING PERFORMANCE MODEL
Behavior
Involved
Absenteeism
Missing Deadlines
etc
Attribution
• Internal
• External
Response
Training
Reprimand
Sympathy
Job Design etc
Policy
•Org
•Personal
Bias Bias
Inputs Inputs

7. ATTRIBUTION & BIASES
• Attribution (External or Internal?) CDC framework
– Consistency (Poor over Time on the Task)
– Distinctiveness (Poor on Other Tasks)
– Consensus (Others Poor on the Task)
• Experience on the Task
• Biases
– Actor/Observer Bias (Salience : Self or Environment?)
– Self Serving Bias (Success- Failure Attribution?)
• Distance

8. Feedback Planner: Tool Kit
• Describe current behaviors
– …that you want to reinforce (praise) or redirect
(criticism) to improve a situation
• Identify the specific situations
– … where you observed these behaviors
• Describe impact and consequences
– …of the current behavior
• Identify alternative behaviors
– ….and actions for you, the employee, and others to
take to improve a situation

9. Feedback planner: Disruptive
behaviors to avoid
• Describe current behaviors
– Attacker, judge, rambler, hit-and-run, dumper,
laggard, inconsiderate
• Identify situations
– Fabricator
• Describe impact and consequences
– Parent, punisher, psychologist
• Identify alternative behaviors
– Imposer, quick fixer, abandoner, pessimist

10. Fear of Feedback: Feedback seeker
• Reframe Your Thinking
– Negative Emotion
– Maladaptive Response
– Reframing Statement